Past research studies have been focusing on the relationship of the employee’s voice, helping, and counterproductive behavior and the increase in likelihood that employee will receive favorable/unfavorable evaluation for their actions. However, there is a gap in investigating the effect of supervisor’s cultural differences that might influence the level of favorable/unfavorable evaluation. Building a conceptual model that includes supervisor’s cultural difference as a moderator, I propose how the supervisor’s rating of employee’s voice, helping, and counterproductive behavior might be biased by the difference in his/her individual cultural dimension, i.e., individualistic vs. the collectivistic. Taken as a whole, the proposed model provides directions for the organizations to better manage or shape their employees’ voice and helping behavior or differentiate counterproductive behavior in a way that is consistent with the current competitive environment including the organizational goals and strategies. Implications, limitations, and future research directions are provided.